Resource and Talent Planning Report: Market Trends and Skills Analysis

This report provides a comprehensive analysis of resource and talent planning, focusing on the context of British Gas. It begins by examining current labor market trends, such as the aging population, globalization, and employment/unemployment rates in the UK, and their impact on workforce planning. The report then delves into the legal requirements that organizations must consider, including health and safety regulations, minimum wage acts, and equality acts. Based on these trends and legalities, the report determines current and anticipated skills requirements, using job descriptions and specifications for roles like Accountant at Npower. It also explores different recruitment and selection methods for effective talent resourcing. Finally, the report evaluates the stages of the HR life cycle and how they are integrated within organizational HR strategy, offering a holistic view of talent management within the organization.

RESOURCE AND
TALENT PLANNING

Table of Contents
INTRODUCTION...........................................................................................................................2
MAIN BODY...................................................................................................................................3
TASK 1............................................................................................................................................3
P1 Analyse current labour market trends that influence talent management and workforce
planning..................................................................................................................................3
P2 Explain different types of legal requirements an organisation must take into account in
workforce planning.................................................................................................................5
TASK 2............................................................................................................................................7
P3 Based on current market trends and legal requirements determine current and anticipated
skills requirements for a range of organisational examples...................................................7
TASK 3..........................................................................................................................................10
P4 Produce appropriate examples of job description and person specification documents for
effective recruitment and selection.......................................................................................10
P5 Apply different recruitment and selection methods for effective talent resourcing and
planning................................................................................................................................13
TASK 4..........................................................................................................................................16
P6 Evaluate the stages of the HR life cycle applied to specific HR contexts......................16
P7 Evaluate how stages of the HR life-cycle are integrated within organisational HR strategy
..............................................................................................................................................18
CONCLUSION..............................................................................................................................20
REFRENCES.................................................................................................................................22

INTRODUCTION
Resourcing and talent planning refers to one of the function of management which related
to establish coordination between recruitment team and operational business activities of a
business firm. It includes analysation of various aspects which includes forecasting of business
resources, networking, selection of proper hiring channel and delivering appropriate resources as
scheduled at the right time (Bernardi, 2019). This research is being conducted by taking British
Gas into consideration which is the home service provider company in UK. The company was
founded in 1997 which is been headquartered in Thames, UK. It is the biggest energy supplier of
the country with over 28,000 staffs overall in UK. This report aims at analysing current market
labour trends with regards to it influence on workforce planning. It will highlight suitable
examples of job description and specification for proper conduction of selection and recruitment
process in the workforce. Further it will analyse stages of HR life cycle with context to
companies HR strategies.
MAIN BODY
TASK 1
P1 Analyse current labour market trends that influence talent management and workforce
planning
In an organizational set-up, employees are considered to be one of the most important
components of the success plan. Therefore, it becomes necessary that planning related to
employees is done in most efficient manner possible (Cattermole, 2019). This planning is
commonly known as workforce planning. In other words, it can be defined as the systematic,
fully integrated organisational process. This process is basically the technique of preparing the
management of an organization in pro-active manner so as to meet every challenge in the way of
administrating employees in organisation. These challenges are impacted by various labour
market trends. Some of most common current labour market trends those influencing the talent
management and workforce planning in a large organization like British gas are explained as
below:
 Ageing population: Ageing population means that median age is increasing in
population. This is due to the factor that there is increasing fertility rates and rising life
expectancy in the country. In relation to UK, the country is having ageing population

(Ageing population in UK, 2020). According to statistics, country is having nearly 12
million people aged 65 and above. In last 15 years, number of centenarians has increased
by 85%. By 2030, it is estimated that this number will reach to almost 21,000
centenarians. According to surveys, the most significant reason behind this situation is
the declining mortality rates and increased life expectancy rate. This whole situation has
the main impact over workforce planning in organizations. An organisation like British
gas, requires young population to deliver desired roles as old people are not so much
competent to work with required efficiency. Impacts can be seen in following manner:
 Financial: If there is huge number of retired people than they will have to
plan accordingly regarding their retirement and pension plans. Company is
facing large burden regarding the funds required for these things.
 Talent shortage: Education and technology is dynamically changing and
with this change, job expectations are also altering. In chosen
organization, to meet up with the competition, it is obligatory to
incorporate technological advancements in operations. Therefore, it is
important to employees such competent employees only. On the opposite
side, ageing population lack such quality. Therefore, workforce planning
also faces this obstacle.
 Globalisation: This process has converted the globe in a small village. This conversion
process has various implications on human resource management and its most important
aspect which is workforce planning (Gardner, 2018). Impacts of globalisation on
workforce planning of British gas can be understood in following manner:
 Recruitment: One of the important element of workforce planning is to
meet up the demands of workforce in organization. This meeting up of
demand of workforce is done with the process of recruitment. In view of
globalization, when company performs hiring process in overseas, the
selection dynamics are changed considerably. To illustrate, in chosen
company, they will be requiring engineers on large scale and education
courses related to this sector differs from country to country. Therefore,
this factor is also impacting the company in huge manner.

 Labour Laws: Obviously, labour laws vary from one country to another. If
the minimum wage amount is ‘x’ and maximum working hours are ‘y’ in
India, then it will not be the same in China, United Kingdom, United
States of America, Australia or any other country. The human resource
managers are required to have a thorough knowledge of international and
domestic labour laws or else the company may find itself in a legal soup.
 Employment vs unemployment rates in UK labour market:
 Employment rate: As per surveys, UK is highly educated country and it
has a literacy rate of 99% (Literacy rate in UK, 2016). Education is one of
the most important aspects which increases the employability of an
individual. Thus, human resource manager of British Gas has lots of
opportunities to hire talented and competent employees.
 Unemployment rate: There is good level of higher education in UK and
thus, there are less number of people who can be considered as
unemployable people. Thus, British gas can use this source as a great tool
for hiring competent employees.
From the above discussion, it can be analysed that current market labour trends are not so
much favourable for British gas, as ageing population and globalisation are posing some of
serious threats to organisation. Nut in contrast to these factors high literacy rate and
employability can enhance the efficiency of workforce planning in organisation.
P2 Explain different types of legal requirements an organisation must take into account in
workforce planning
As discussed in aforementioned part, workforce planning is an essential element in company and
it helps the management to reach to desired goal and objective (Kravariti and Johnston, 2020). In
view of its intense importance, it is an obvious fact that management has to comply with all
legislations. Company has to follow with every applicable law as there is around 31 million
employees in country. Government has to take care that this huge population is being treated
right and fair manner. When management is complying with all these legislations then, it will
affect the workforce planning as well. There are different types of legal requirements that an
organisation has to follow in the process of business planning which are as follows in context to
chosen firm i.e. British Gas:

Health and Safety 1974 – This act is basically lying out the responsibilities and duties
conduct for employers and employees, including owners, managers and maintainers of work
premises. These responsibilities are relating to tasks those can ensure health and safety measures
at workplace (Narayanan, Rajithakumar and Menon, 2019). This law is basically aiming those
organisations which have a higher risk measure in its operations, for example, construction
industry, chemical manufacturing, gas stations, etc. In present report, organization selected is
British gas. This comes under the category of high risk matrix as it involves direct engagement
of employees with dangerous elements and machineries. In view of this law, following are some
of the responsibilities of employers at workplace:
 Providing adequate training to staff members who are in direct engagement with risky
tools.
 Formulate some welfare provisions for staff members at work, these plans will be used in
case of any hazard or incident.
 A safe working environment that is properly maintained and where operations within it
are conducted safely
 Suitable provision of relevant information, instruction and supervision.
National Minimum Wages act, 1988 – This act is aiming a providing employees with
minimum and decent wages in the workplace. This act is applicable to nearly all employees at
the workplace. This act is also aiming at setting hourly rates. These rates will not go below a set
rate and this should not go below the recommended rate of Low pay commission. In context of
British gas, in view of its large scale operations, there is a huge set of employees. Therefore, they
need to follow this act and its provisions so that they are able to create an ethical workplace and
also satisfied employees.
Equality act 2010 – According to this act, employer should respect and provide equality
to all employees that can help to manage the all function and activities. In context British Gas,
HR management is following equality act that can help to provide the equality to all employees
that increase business performance by attaining goals. For this provision, they have appointed a
separate set of committee which is supervising this sector only. There is also a grievance cell,
which is engaged in addressing issues which are confronted by employees in the workplace.
From the above explanation, it can be analysed that, in view of large scale operations,
chosen company has to follow different applicable laws. These legislations are an obligation for

the management to comply with. Moreover, if company is following each and every regulation,
then it will be beneficial for the company to gain motivation in employees. This will ultimately
reflect in improved productivity of the organisation (Peisl and Shah, 2019).
.
TASK 2
P3 Based on current market trends and legal requirements determine current and anticipated
skills requirements for a range of organisational examples
Job description:
Organisation: Npower
Designation: Accountant
Reporting to: Accounting manager
Job summary
A competent individual who is able to handle all responsibilities and roles been assigned by
Accounting manager. Taking on various responsibilities and processing bills and invoices.
Roles and Responsibility:
 Responsible for accuracy of financial documents and also complying with relevant laws
and regulations.
 Preparing financial reports useful for financial managers.
 Monitoring tax returns and ensuring that taxes are pain in compliance of applicable tax
laws.
 Guiding managers on the point of saving costs and enhancing profits maximisation.
 Will also be performing forecasting about risk and profitability measures.
From the above job description, following skills are required on the basis of current market
trends:
 Individual should possess suitable higher education in the sector.
 Should be aware of all applied legislations so that can be complied with efficiency and
desired results can be achieved.
 Individual is good in team work and communication skills.

 As per latest trends, employee should be competent with computer knowledge, so that
management need not to incur extra cost on providing training.
Job specification:
Job title: Accountant
Location: Windsor
Department: Finance
Reports to: Senior Accountant
Standard work hours: Monday to Friday 9:00 AM to 5:00 PM.
Purpose of position: To provide clerical services relating to books of accounts in the company.
Key responsibilities:
 Documenting financial transactions by entering information in books of accounts
 Recommending future course of actions by analysing information in books of accounts.
 Summarize current financial status by collecting information; preparing balance sheet,
profit and loss statement and other reports
 Substantiate financial transactions by auditing documents
Required qualifications:
 Post-graduation in commerce.
 Additional courses in this sector will be given preference.
Approved, signed and dated.
Skills required on the basis of above job specification:
 Excellent analytical skills
 Strong team work and communication skills
 Fast and accurate data entry skills
 Attentive to minor details.
Person specification
 Post: Accountant in Npower
 Department: Finance
 Key: This shows what is required as an evidence for post while going through the
recruitment process:

(A): Application form, (1): Interview, (R): Role
Attributes Essential Desirable
Qualification and
Experience
 Post-graduation in
accounting or commerce.
 Minimum 1 year
experience in accounting
or book-keeping.
 Courses in accounting or
finance.
 Training with companies
existing in finance sector.
Skills or Abilities  Data entry
 Calculations expert
 Capable of performing
financial analysis.
Skills required:
 Self-motivated and ready to take initiatives,
 Excellent communication and coordination skills.
 Proficient in IT skills, so that can work with accuracy.
 Learnt individual in accounting software.
Job Design
Job Design is one of the important function of Human Resource Management of the
organisation. It includes relationship and methods of job that satisfy the organisational
requirement of the job holder. It helps to enhance the productivity of employee and quality work
(Raharjo and et.al., 2018). Succession planning is a process that helps to replace the old leaders
of the organisation and recruit new one. Talent management is an important and continuous
concept that helps to motivate and enhance the performance of employees. This helps British
Gas to retain employees as they provide proper training and development to the employees that
enhance their motivation and they work for the organisation. British gas offers financial and as
well non-financial benefits to its employees as part of talent management. Performance
management is a process that assists in monitoring the performance of employees. In British
Gas the work is assigned to employees as per their capacities so they can accomplish their goals.
As British Gas to recruit diverse employees they keep English as first language in which they can
communicate. Along with that company prefer women engineers as that help them to attract
female customers. The company focuses on core competencies of employees while selecting

them for the job. They follow robust selection programme to select the employees. They also
provide technical training programmes to train the employees and enhance their knowledge. All
this helps British Gas to select skilled employees and retain them in the organisation.
TASK 3
P4 Produce appropriate examples of job description and person specification documents for
effective recruitment and selection
Job Description
Organisation: British Gas
Section: Labour Force
Designation: Technical Engineer
Reporting to: Senior Manager
Job summary
A competent individual who is able to handle all responsibilities and roles been assigned by HR
managers. Leading team on assigned project. Analysing various factors that affects business
operations directly.
Roles and Responsibility:
 Managing and coaching employees
 Conflict resolution
 Solving of issues
 Identification and evaluation of technology required
 Creating reports and documentation

Job description
Company: British Gas
Job Role: Customer Service Executive
Department: Customer Service
Job Specifications:
 Able to develop and create a dynamic team so they can manage each work and activities.
 The person should be able to solve grievances of people and give them proper response
so they feel good.
 Able to ensuring all regulation and implementation of customer service strategies so
attracting and selling process can be confirming through customers.
Responsibilities:
 Able to understand what customer wants to say regarding product, payment, delivery
and cancellation process.
 Respond to the queries and complaints of customers in proper way.
 Focusing on needs and wants of customers by interacting with them.
The candidates who are interested in this profile can share their Cvs or resumes at
humanresourcedept@British gas.com.
Thanks and Regards
Senior Human Resource Manager
England,
Person specification
 Post: British Gas
 Department: Administration
 Key: This shows what is required as an evidence for post while going through the
recruitment process:
(A): Application form, (1): Interview, (R): Role
Attributes Essential Desirable
Qualification and
Experience
 Good knowledge bank
 Basic certificate of
 Knowledge about
conducting research

engineering  Advance level certificate
Skills or Abilities  Good communication
 Experienced
 Analysis and
assessment of risk
 Leadership abilities
PERSON SPECIFICATIONS
Job Title: Customer Service Executive
Department: Customer Service
Attributes Essentials Desirable
Core Competencies A person should be able to
have good communication
and coordination with
customers and employees so
their problems can be
resolved.
To maintain interpersonal
relationship and handling of
queries by understanding properly
either phone and physically.
Knowledge Diploma or Post-graduation
degree in area of customer
service management is
mandatory.
Should be graduate in
management field so all activities
can perform effectively.
Role requirement  Ensure all customers
are managed and
handled properly.
 Keep information
about customers and
their preference.
 Distribution of products
and services on time.
 To arrange meeting with
superiors.